Introduction
Mettl Personality Profiler (MPP) is an innovative, evidence-based assessment, that measures relevant personality traits required for critical work. It links to behavioural competencies, which in turn, lead to organisational outcomes of interest. It is designed to help employers gain access to otherwise hidden information about a job applicant or an employee, that is critical in influencing her/his behaviour at work.
Test Details
SCALING METHOD USED
Semantic Differential Scaling
TIME DURATION
20-25 Mins
NUMBER OF ITEMS
86
TYPE OF TOOL
Normative Psychometric Assessment
Background & Theory
The Mettl Personality Profiler is inspired by the well-established “Big Five” model of personality traits. It specifies that people can be described based on their standing on five broad personality traits.
At Mettl, our scientists stepped beyond the broad “Big Five” personality factors to develop 26 ‘scales' or narrower facet-like constructs, which form the building blocks of the assessment.
The “Big Five” personality traits have shown to predict important job-related outcomes such as job performance, a person's potential for burnout, their trainability and subsequent job satisfaction. These five factors are:
Openness to Experience
(inventive/curious vs. consistent/cautious)
Conscientiousness
(efficient/organized vs. easy-going/careless)
Extraversion
(outgoing/energetic vs. solitary/reserved)
Agreeableness
(friendly/compassionate vs. cold/unkind)
Neuroticism
(secure/confident vs. sensitive/nervous)
Format of the Assessment
Mettl Personality Profiler consists of 86 (5 point Semantic scale) items across the "Big Five" personality factors. Semantic differential item format is used to reduce the problem of respondents ‘faking good' and thereby improves the assessment's usefulness.
Customizability - The tool can be mapped to any job role using the Mettl Competency Framework (MCF) or to any organization specific competency framework.
It is built in a way that allows users (client companies) to customize its configuration and scoring to fit their specific needs. Using client's inputs to determine what behavioural or performance competencies are most critical for success in their contexts.
The MPP scales are mapped to these critical competencies. The standard report shows the scores of a person on eight critical work relevant competencies and 17 sub-competencies.
Adverse Impact
The tool has also been tested for adverse impact in terms of age, gender and ethnicity, for which mean group differences for the MPP is examined. The mean group difference is negligible among ethnic, age and gender groups.
Tool Rigour
VALIDITY (CONVERGENT)
0.4-0.75
RELIABILITY (CRONBACH ALPHA)
0.63-0.88
Norming and Standardization
Normed on a sample of 6000+ respondents across different geographies, India, US, Europe, South Africa and Southeast Asia (representative sample with different age, gender, job level, occupations).
The development and validation of MPP follows best practice guidelines from:
Principles for the Validation and Use of Personnel Selection Procedures by Society for Industrial and Organizational Psychology (SIOP).
Uniform Guidelines on Employee Selection Procedures by EEOC (The Equal Employment Opportunity Commission).
Test Design Guidelines by ATP (Association of Test Publishers).
Test Design Guidelines by APA (American Psychological Association).
Test certified by Health Professions Council of South Africa.
Languages Available
Applications
The proof of the pudding is in the eating. Find the assessments you need, based on the Mettl Personality Profiler
